Sr. HR Business Partner

Denver Health•Denver, CO

1d•$101,100 - $156,700•Onsite

About The Position

The Senior HR Business Partner (HRBP) serves as a strategic advisor to leaders, advancing organizational effectiveness through workforce and talent strategy, leadership effectiveness, employee experience, and data-driven decision-making. The Sr HRBP connects workforce, leadership, and business needs across areas to identify broader risks, opportunities, and organizational priorities and develops strategies that drive measurable business outcomes. As a trusted consultant, the Sr HRBP works across teams and leadership levels to address complex organizational needs, influence direction, and lead strategies that support a high-performing workplace. In addition to assigned business responsibilities, the Sr HRBP leads designated HRBP and organizational initiatives, serves as the Single Point of Accountability (SPA) for assigned work, and provides mentorship and thought partnership to HRBP and Employee Relations (ER) colleagues.

Requirements

Bachelor's Degree Or equivalent level of additional related experience Required
7-9 years of progressive Human Resources experience, including strategic and consultative HR support to leaders. Required
SHRMCP-SHRM Certified Professional - SHRM - Society for Human Resources Management or PHR-Professional in Human Resources - HRCI - Human Resources Certification Institute
Advanced business acumen with the ability to connect workforce and organizational needs across business areas and anticipate broader business implications.
Advanced consultation and influencing skills, including the ability to advise, coach, challenge, and influence senior leaders and stakeholders across leadership levels.
Advanced organizational assessment and problem-solving skills, including the ability to connect issues across teams, identify root causes, and address complex or unclear organizational challenges.
Advanced ability to connect workforce data, business information, and organizational context to identify broader patterns, risks, and opportunities and influence decisions.
Strong judgment and prioritization skills, including the ability to evaluate competing organizational needs and determine where focused support will have the greatest impact.
Ability to effectively navigate complex, matrixed organizations and understand how organizational structure, leadership relationships, and business operations affect workforce needs; knowledge of healthcare environments preferred.
Advanced knowledge of change management principles and ability to lead change across business areas, leadership levels, or stakeholder groups.
Ability to lead cross-functional initiatives, build stakeholder alignment, and drive results through influence without formal authority.
Strong knowledge of employment law, HR practices, and regulatory requirements, with the ability to identify and consider broader organizational risk.
Advanced written, verbal, presentation, and facilitation skills.
Ability to mentor and provide advanced thought partnership to HRBP and Employee Relations colleagues.

Nice To Haves

knowledge of healthcare environments preferred

Responsibilities

Connect workforce and talent needs across business areas to identify current and future organizational needs, risks, and opportunities.
Advise leaders on workforce design, organizational structure, and talent strategies that support short- and long-term business objectives.
Identify broader workforce trends and implications and influence strategies to address emerging needs.
Partner with Talent Acquisition and other HR functions to develop workforce and talent strategies.
Influence succession planning, talent reviews, and strategies to strengthen leadership pipelines and critical talent.
Serve as a trusted advisor and coach to leaders on leadership, talent, and team effectiveness.
Advise on leadership challenges that cross teams or leadership levels and identify broader organizational implications.
Influence senior leaders on leadership effectiveness, talent priorities, team performance, and organizational needs.
Identify leadership capability needs and partner with Organizational Development and other resources to develop appropriate strategies and interventions.
Facilitate succession and talent management strategies and connect talent needs across business areas.
Reinforce leader accountability and behavior change through ongoing consultation and coaching.
Connect employee experience, retention, workforce, leadership, and business information across areas to identify broader trends, risks, and opportunities.
Help establish priorities and determine where focused interventions will have the greatest organizational impact.
Advise leaders on strategies to strengthen employee experience, engagement, retention, and organizational culture.
Identify connections between employee experience results and broader leadership, workforce, or business conditions.
Evaluate the effectiveness of interventions and recommend adjustments based on results and changing organizational needs.
Identify when workforce, leadership, or organizational issues across teams are connected and determine when a broader organizational response is needed.
Use business and workforce information to clarify complex problems, identify root causes, and recommend appropriate strategies.
Help establish priorities across competing organizational needs based on business impact, workforce risk, and available resources.
Lead and coordinate interventions that cross business areas or require multiple HR and organizational partners.
Partner with Employee Relations to identify broader organizational implications of employee relations trends and concerns.
Partner with Organizational Development and other HR functions to address needs requiring specialized expertise.
Monitor intervention outcomes and adjust strategies based on results.
Connect workforce data and business information across areas to identify patterns, emerging risks, and opportunities.
Translate workforce insights into clear recommendations that influence leadership priorities and decisions.
Use multiple sources of information to evaluate organizational conditions rather than relying on individual workforce measures in isolation.
Identify workforce trends that may have implications beyond an individual business area.
Use data and outcomes to evaluate strategies and guide future priorities.
Shape and lead people strategies for organizational changes that cross business areas, leadership levels, or stakeholder groups.
Anticipate workforce, leadership, and employee impacts of organizational change and recommend strategies to address them.
Build stakeholder alignment and develop strategies that support communication, implementation, and sustained adoption.
Lead designated HRBP and organizational initiatives and serve as the Single Point of Accountability (SPA) for assigned work.
Set direction, coordinate contributions across stakeholders, address barriers, and maintain accountability for results.
Communicate the business value and organizational impact of HR and workforce strategies to leaders and stakeholders.

Benefits

Generous paid time off, fully paid parental leave, exceptional retirement contributions, comprehensive health coverage, and nationally recognized well-being programs.
Tuition assistance, career advancement pathways, and professional development
Meaningful financial advantages through loan forgiveness eligibility and employer contributions.
Paid time off starting at 28 days per year, inclusive of vacation, personal/sick, and 7 Holidays
100% paid parental leave up to 6 weeks
Immediate eligibility for retirement plans with employer contribution up to 9.5%
Generous medical, dental, vision plans in addition to employer paid disability and life insurance.
Comprehensive well-being programs including on-site employee fitness center located on Denver Health main campus and nationally recognized RESTORE Center
Free RTD EcoPass (public transportation)
Childcare discount programs & exclusive perks on large brands, travel, and more
Tuition reimbursement & assistance
Education, coaching, and professional development opportunities through the Workforce Development Center (WFDC) that support internal career growth and advancement pathways
Professional clinical advancement program & shared governance
Public Service Loan Forgiveness (PSLF) eligible employer+ free student loan coaching and assistance navigating the PSLF program
National Health Service Corps (NHCS) and Colorado Health Service Corps (CHSC) eligible employer